Category Archives: Blog

Innovation and Change

Innovation is important to business survival. Organizational innovation is the ability of employees to find different methods that improve the way that work is performed and the organization functions. While innovation can increase productivity and business success, it means change, and people naturally resist change. Managers need to encourage innovation and manage the change that comes with it. 

Organizational Innovation

Indeed Organizational innovation is used to improve a process, product, service, technology, or administrative practice. There is, however, a necessary process to take that will help support organizational Innovation. 

Process:

  • Identify opportunities: Pinpoint internal opportunities in a SWOT analysis.
  • Determine direction: Identify which direction to take those opportunities.
  • Brainstorm ideas: Come up with different innovative concepts.
  • Analyze ideas: Analyze the different ideas to determine their effectiveness.
  • Apply innovations: Use the innovations in the appropriate setting.

Why Innovation Matters

Since Innovation allows companies to remain competitive, Advancement requires an atmosphere of acceptance toward innovation. Consequently, This allows people to think outside of the normal parameters, experiment, and discover new ideas that will benefit company performance and employee culture. Innovative ideas and knowledge can be passed on to employees and ensure that the new concepts are accepted and possibly used to create further innovations and advancements. 

Managing Innovation

Managers need to be aware of innovation in order to successfully manage innovation and teams. Hence, There are steps managers can take to help support innovation within their companies.

Steps:

  • Managerial support: Innovation requires the support of managers. Managers should encourage employees to take risks and work across fields.
  • Creative teams: Managers should identify and build creative teams.
  • Monitor teams: Once teams are created, monitor them for the success. 
  • Apply: Create strategies to apply any helpful innovations.
  • Evaluate: Evaluate how effective the innovations are and make changes as necessary.

Organizational Change

Since Organizational change is any change to the way that a business or team operates. Hence, Organizations make these changes to help reach their goals which can result from innovation. Changes within organizations are not implemented simply for the sake of change. People naturally resist change, which makes the management of change essential to its success. Why Change Occurs and Why it Matters

Organizational change can occur for a variety of reasons. It can be due to company growth, cutbacks, technological changes, product changes, changes in leadership, or HR changes. Hence, No matter the reasons for the change, it is important that middle managers successfully guide their employees through the transitions. Often, unsuccessful company changes are the result of a poor implementation and management rather than the change itself. 

Managing Change

Managers need to responsibly oversee the change process. It is important that people understand the reasons for the change and how the changes relate to the overall goals and objectives of the organization.

The Process:

  • Share goals: Share how the change is essential for achieving continued success and reaching the company’s goals and mission.
  • Communicate: Explain the changes in detail, and respect different points of view.
  • Involve people in the process: Encourage employees to be responsible for the organizational changes.
  • Develop structure and schedules: Clearly outline the roles, responsibilities, and expectations of each employee.

Leaders_Excellence_logo_combo- situational Leadership

 

This post on Innovation and Change only begins to uncover the depth of insights available on this topic. Our membership offers access to this topic and a wealth of other leadership development resources, tools, and exclusive content to help you grow as a professional and empower your team. Don’t miss out! Become a member today and take your leadership journey to the next level.

Organizational Strategy

Organizational strategy is an important aspect of business success. It uses the missions and goals of the organization to develop plans. The plans include policies, projects, and resources to meet the goals. Organizational strategy allows managers to create, develop, and evaluate their decisions. 

Basics of Organizational Strategy

Organizational strategy is a plan to meet the goals of the company and team. The strategy will include specific methods managers will take to meet the goals. Before these goals are determined, the business must be carefully examined. A SWOT analysis is good place to start. 

SWOT = Strengths, Weaknesses, Opportunities, and Threats:

  • Strengths: These are internal characteristics that create a competitive advantage.
  • Weaknesses: Internal weaknesses that need to be improved such as turnover, sales, or operations are defined in this category.
  • Opportunities: Opportunities are external, and require managers to take advantage of them. They involve market trends and a strong economy.
  • Threats: External threats that companies cannot control and need to prepare for include a poor economy and changing demographics.

Sustainable Competitive Advantage

A sustainable competitive advantage is any advantage that an organization has, and that their competitors are not able to reproduce or duplicate easily. For example, a well-known copyright brand is a sustainable competitive advantage because other organizations cannot copy the protected branding. This should become apparent after the SWOT analysis. It will be in the list of strengths. There are different ways that organizations can create and sustain competitive advantages.

  • Customer service: Customer service can distinguish an organization.
  • Products or services: Fine-tuning products or services will create an advantage.
  • Reputation: The good reputation of a company will define it from other organizations. 
  • Brand: Branding is a simple way for organizations to differentiate themselves from the competition.
  • Management and employee loyalty: Effective management and company culture makes a difference in how well the organization functions.

Strategy-Making Process

The strategy-making process is aligned with organizational strategy. 

Organizational strategies allow managers to guide the direction of teams. It is important to build organizational strategies with the support of team members.

  • 1: The first step to an organizational strategy is to develop goals based on the mission and vision statements. The goals need to be SMART. (SMART = Specific, Measurable, Achievable, Realistic, and Timely)
  • 2: Once goals are created, it is time to collect information to guide the plan. 
  • 3: Use the information to create a strategic plan. This will include product changes, deliverables, policies, budgets, and employee expectations.
  • 4: Evaluate the effectiveness of the plan. 

Corporate, Industry, Firm Level Strategies

Organizational strategies are unique to different levels of business. There are corporate level strategies, industry level strategies, and firm level strategies. 

Corporate Strategies:

This is done at the top level of the company and looks at the organization as a whole. Corporate strategy covers everything from products and production to resource allocation and market competition. This type of strategy determines what the business will be. There are two corporate strategies: Portfolio and Grand. Portfolio strategy focuses on acquisitions and diversification. Grand strategy focuses on growing, stabilizing, or recovering business, based on the needs assessed.

Industry Strategies: 

Industry strategy examines how to compete in the industry. The four forces that motivate industry strategies are: Threats, Rivals, Buyers, and Suppliers. The four forces need to be examined in order for the company to become adaptive. This includes choosing whether or not to differentiate or focus on a particular product.

Firm Strategies:

This type of strategy deals directly with competition. There are two different firm strategies: Attack or Defend. The names are fairly self-explanatory. The defense strategy is used to defend the company’s position in marketing and retain customers. This is typically done in times of financial growth. Attacks occur in times of financial stress. Attacks are marketing attempts to take customers from competitors.

Preparing for Brainstorming

This post introduces common mental blocks to productive brainstorming, as well as techniques for dealing with the mental blocks. It also presents some ideas for stimulating creativity.

Identifying Mental Blocks

Brainstorming can help you arrive at a solution to the problem, even for problems that seem unsolvable or that seem to only have inadequate solutions. However, before beginning a successful brainstorming session to generate ideas, you must remove any mental blocks. Mental blocks can eliminate great solutions before they are thoroughly examined as possibilities or springboards to other possible solutions.

There are many types of mental blocks. Most blocks to problem-solving fit into the following categories.

  • Emotions: Emotional blocks can include anything from a fear of risk taking to a tendency to judge or approach the problem with a negative attitude.
  • Distractions: Too much information, irrelevant information, or environmental distractions can prevent a productive brainstorming session.
  • Assumptions: If problem solvers assume there is only one correct solution, they will be unable to generate additional ideas. Assumptions also become mental blocks from stereotypes or perceived boundaries where none exist.
  • Culture: Culture defines the way we live and limits the ideas we may generate or consider. However, not every culture is the same. Sometimes the cultural blocks are unnecessary, and sometimes we do not consider cultural limitations when we should.
  • Communication difficulties: If we cannot communicate our ideas in some way – speaking, writing, or pictures – these communication difficulties can block our progress in generating ideas.

Removing Mental Blocks

So what do you do when you identify a mental block? Carol Goman has identified several structured techniques for blockbusting.

The first technique is an attitude adjustment. To remove blocks arising from a negative attitude, list the positive aspects or possible outcomes of the problem. Remember that problems are also opportunities for improvement.

The next technique deals with risk taking. To remove emotional blocks arising from a fear of failure, define the risk, then indicate why it is important. Define what the worst possible outcome might be and what options there are in that scenario. Think about how to deal with that possible failure.

The next technique encourages you to break the rules. Some rules are important, but when rules create an unnecessary imaginary boundary, they must be disregarded so that problem solvers can come up with innovative solutions.

The fourth technique is to allow imagination, feelings, and a sense of humor to overcome a reliance on logic and a need to conduct problem solving in a step-by-step manner.

The fifth technique involves encouraging your creativity.

Stimulating Creativity

The creative problem solving process requires creativity. However, many people feel that they are not creative. This is the sign of a mental block at work. Everyone can tap into creative resources in their brains. Sometimes, it just takes a little extra prodding.

Creativity is not something to be turned on and off when needed. The potential for creativity is always there. We just need to learn how to access it.

Here are some tips for creating a creative mental space to encourage productive brainstorming sessions.

  • Go outside for a few minutes, especially for a nature walk or bike ride. Exercising and getting sunshine even for just a few minutes are sure ways to redirect your brain to a more creative outlook.
  • Change your perspective. Work on the floor or go to the park for you brainstorming session.
  • Breathe deeply. Especially when stressed, we tend to become shallow breathers. Fill your entire lungs with air to get some extra oxygen to your brain. Practice deep breathing for 5 to 15 minutes for not only more creativity, but for a great burst of energy.
  • Meditate. Focus intently on a candle flame or find another way to quiet your mind of all of your responsibilities and distractions. For a group, try guided meditation.
  • Write in a journal. Write for 15-20 minutes in a spare notebook or plain paper. It does not have to be about the specific problem you need to solve, but you may discover some mental blocks if you do write about the problem. Dump all of your mental clutter on to one to three pages that no one will ever see (unless you want them to). Then let the pages and their recorded thoughts go, even if just in your mind. 

Once you get your creative juices flowing, keep them going by trying the following ideas everyday:

  • Carry a small notebook or jot ideas in your PDA. Be prepared for ideas whenever they come. Ideas often come as you are drifting off to sleep or as you are waking. 
  • Stretch your boundaries by posing new questions to yourself, learning things outside your specialty, or breaking up set patterns of doing things.
  • Be receptive to new, fragile ideas that may still need time to develop.
  • Be observant of details, including self-details.
  • Find a creative hobby, including working puzzles and playing games.

This post is from June’s topic on Creative Problem Solving, which is also a course on our Executive Mini-MBA program online from Harvard Square.

The Problem Solving Method

To begin, let’s look at the creative problem solving process. In this post, we will define “problem” and other situations that lend themselves to the creative problem solving process. We will introduce the concept of solving problems using a creative process.

What is a Problem?

The Random House Unabridged Dictionary includes several definitions for the word “problem.” The definitions that we are most concerned with while learning about the creative problem solving process are:

  • “any question or matter involving doubt, uncertainty, or difficulty,” and
  • “a question proposed for solution or discussion.”

A problem can be defined as a scenario in which the current situation does not match the desired situation, or anytime actual performance does not match expectations. Other labels for a problem include challenges or opportunities, or any situation or circumstance for which there is room for improvement.

What is Creative Problem Solving?

Creative problem solving has evolved since its inception in the 1950s. However, it is always a structured approach to finding and implementing solutions.

The creative problem solving process involves creativity. The problem solvers come up with solutions that are innovative, rather than obtaining help to learn the answers or implementing standard procedures.  

The creative problem solving process is at work anytime you identify solutions that have value or that somehow improve a situation for someone.

What are the Steps in the Creative Solving Process?

The Creative Problem Solving Process uses six major steps to implement solutions to almost any kind of problem. The steps are:

  • 1: Information Gathering, or understanding more about the problem before proceeding
  • 2: Problem Definition, or making sure you understand the correct problem before proceeding
  • 3: Generating Possible Solutions using various tools
  • 4: Analyzing Possible Solutions, or determining the effectiveness of possible solutions before proceeding
  • 5: Selecting the Best Solution(s)
  • 6: Planning the Next Course of Action (Next Steps), or implementing the solution(s)

This post is from June’s topic on Creative Problem Solving, which is also a course on our Executive Mini-MBA program online from Harvard Square.

Control

Middle managers are responsible for controlling operations. This does not mean operating as micromanagers. Control is simply the actions that managers take after making decisions. Control is used to establish timetables and achieve goals. 

Basics of Control

Management control is used to direct and guide operations. There are two types of control: regulative and normative. Regulative controls regulate the policies and procedures of the company. Normative control is the cultural behavior in teams and the organization. There are several different types of regulative controls and normative controls.

Regulative Control:

  • Bureaucratic Control: This type of control comes from the chain of command or company hierarchy.
  • Financial Control: These are the key metrics that managers are responsible for meeting and surpassing.
  • Quality Control: The regulative control that determines the quality of the product or service. 

Normative Control:

  • Teams: This type of control defines the unofficial roles of team members.
  • Culture: This control is made up of the values, beliefs, and customs of the organization that bring the employees together. 

The Control Process

Managers need to keep control of tasks and operations. There are four steps to the control process that middle managers need to consider when implementing control.

  • Standards: Managers need to create plans and standards of measurement to gauge performance.
  • Measure: Once standards are established, measure performance regularly. Provide feedback.
  • Compare: Compare performance with the standards of measurement. Performance reports are an example of this comparison. 
  • Action: Take action to correct mistakes and guide performance such as corrective action.

Is Control Necessary or Possible?

Control has its limitations. It is not possible to have complete control at all times because life is unpredictable. Situations change and every possible outcome may not be accounted for in the planning stages. Strict control management will not guarantee the best possible outcome for a project. It may not even be the most efficient method to use. While it is important to have standards and measures, the most effective business plans include an element of flexibility. 

How and What to Control

Control management is effective when it is exercised appropriately. The problem many managers face with control is with regard to morale. The human element must be approached in the planning stage. It is also essential that people be coached and rewarded rather than simply punished and penalized. Controls have traditionally used exact numbers or measures as goals. Ranges of measurement are much more effective, and they give people more control over their performance.

Control Methods

The control methods that a manager must use depend on the situation. Each type of control demands its own method.

Bureaucratic Control Methods:

  • Standard operating procedures: Create rules that define the policies and procedures. An employee handbook is one example.
  • Output control: This monitors action and helps correct mistakes.

Financial Control Methods:  

  • Financial policies: Budgets and money managing policies are essential to control.
  • Roles and responsibilities: Assign roles and responsibilities to those in charge.
  • Reports: Keep regular financial reports and audits.

Quality Control Methods:

  • Statistical process: Mathematical procedures determine control.
  • Process and capability study: Sample random products to determine quality.

Team Control:

  • Norms: Create informal rules and assign responsibility based on qualifications.

Culture:

  • Language: Use language that aligns company culture to corporate values.
  • Socialization: Employees work together towards common goals and values.

Decision-Making

Once useful information is gathered, decisions need to be made. These decisions will guide the business, so it is important that the decision-making process be as accurate as possible. Rational decision-making is a traditional method of decision-making. Truly effective managers are familiar with this method, and they are always seeking to improve their decision-making skills.

What is Rational Decision-Making?

Decision making is not the same as problem-solving because decisions do not always come from problems. Rational decision-making is a cognitive process that relies on an analysis of information to make decisions. It takes several steps, and compares different solutions to discover the best possible scenario. Rational decision-making has its limitations. 

Steps to Rational Decision-Making:

There are six basic steps to rational decision-making in the business setting. These steps depend on the information collected, which is why it is so important to make sure that the information is truly useful. 

Steps to Rational Decision-Making:

  • Define the decision: Before making a decision, determine what it is and why it is necessary. 
  • Determine the criteria: The criteria for the decision are based on the values, interests, and goals of the organization.
  • Evaluate the criteria: Evaluate the criteria to determine that it is appropriate and will help keep priorities in place. 
  • Explore options: At this point, brainstorm different answers.
  • Rate options: Evaluate and rate the answers for priority and effectiveness. 
  • Calculate the best decision: Select the decision with the best rating.

Limits to Rational Decision-Making:

Rational decision-making is useful, but there are limits to its effectiveness:

  • The process assumes that it is possible to have all the information and consider the effectiveness of every option. 
  • Rational decision-making is limited by the abilities of the person making the decision. 
  • The steps depend on the criteria and information remaining unchanged.
  • Creativity is limited with rational decision-making.
  • Rational decision-making takes time that is not afforded with every scenario.

Improving Decision-Making

Rational decision-making is limited. In order for it to be effective, it should include creativity and intuition. There are guidelines for both creative and intuitive decisions.

Creative Decisions:

  • Experience: Expertise in the field is imperative for all creative decisions.
  • Creative ability: Creative skill includes confidence, self-control, ability to think abstractly, and perseverance. 
  • Motivation: Creative decisions demand that managers want to work on the project and make the decision.

Intuitive Decisions:

Intuitive decisions allow decision makers to make decisions quickly. The decisions are made based upon experience and observation. People see patterns from their experiences in previous situations and use these patterns to guide them in the decision-making process.

Managing Information

Managing information is important to the success of any business. Technology is making information readily available, and more people are accessing information. Information forms the strategies and processes of a company. Managers, at every level, need to organize, acquire, and maintain information in order to make appropriate decisions and ensure that the company runs smoothly.

Why Information Matters

Information determines the decisions that middle managers and senior managers make. With the overflow of information available, it is important that the correct information is included in the decision making process. Middle managers need to seek out, sort, and deliver relevant information. 

Important Information:

  • Technology and Infrastructure: Information regarding changes to or problems with technology or the infrastructure of the organization needs to be addressed. 
  • Customer Feedback: Customer feedback, both positive and negative, needs to be addressed.
  • Finances: Financial information should be constantly monitored.
  • Employee Feedback: Communication from employees will provide valuable information about different business practices.

Strategic Importance of Information

Information is essential to basic business strategies. The success of any business plan is linked to the reliability of the information that is used. It is important that managers use accurate, reliable, and relevant information when creating business plans. Information is used to guide decisions that determine processes that work to achieve goals.

Flow of Information

  • Information: Be sure financial, functional, and mission related information is used to develop the plan.
  • Decisions: Use the gathered information to help make decisions and manage teams and employees.
  • Work processes: When decisions are made, use them to determine important processes that will affect the goals and mission of the company.
  • Goals: The goals need to be clearly defined and performance indicators established to measure the effectiveness of the processes.

Characteristics and Costs of Useful Information

There is an abundance of information available. In order for information to be used effectively, however, it must be useful. There are five basic characteristics of useful information. Information that follows these criteria may not always be free. There are costs associated with finding and using the information. For example, there are often fees associated with hiring market research companies, and there are usually costs associated with making changes according to the information gathered.

Characteristics of useful information:

  • Relevant:  Information that speaks specifically to the topic or problem is relevant.
  • Comprehensive:  Make sure that the information is complete and detailed to prevent miscommunications.
  • Accurate: Double check the accuracy of information, and use only reliable sources.
  • Current: Information is always changing. Only current information is useful. 
  • Economical: Business demands a profit. Useful information will include the economic impact of the company.

Getting and Sharing Information

In order to implement useful information, it must be obtained and shared. Information comes from a variety of sources. The appropriate information needs to be passed on to senior management or employees. 

Sources of Information:

  • Employee surveys
  • Customer surveys
  • Market research
  • Sales reports
  • Productivity reports
  • Meetings and conferences
  • Reviews

When information is gathered from different sources, it must be shared. There are guidelines to sharing information effectively.

Sharing Information:

  • Communicate directly and clearly.
  • Communicate frequently and respectfully.
  • Present information honestly and openly.
  • Answer questions.
  • Encourage feedback and dialogue.

Ethics and Social Responsibility

Business scandals are ingrained in the public’s consciousness. Many people expect the worst from those in positions of leadership. The truth is, however, that leadership at every level needs to be ethical and socially responsible. Let’s examine the ethics and social responsibility for middle managers.

What is Ethical Workplace Behavior?

Integrity is defined as an essential managerial trait. Ethics goes along with integrity. Most companies have codes of conduct that govern ethics in the workplace. Many of the rules are based on laws governing business ethics. These codes of conduct are usually available in a handbook, and each company will reflect different issues. There are, however, typical ethical standards in a workplace. It is important that managers lead by example to encourage ethical behavior in the workplace. An ethical workplace will lead to honesty, commitment, and loyalty.

Ethical Standards at Most Companies

  • Adhere to OSHA regulations.
  • Pay employees fairly.
  • Provide equal opportunity.
  • No tolerance for harassment of any kind.
  • Arrive at work on time and work as scheduled.
  • Converse respectfully.
  • No tolerance for threats or violent behavior.

What is Unethical Workplace Behavior?

Unethical workplace behavior is the exact opposite of ethical workplace behavior. Sometimes the unethical behavior is glaring, such as stealing or making threats. It is possible, however, for people to cross the line accidentally. For example, a joke or a compliment might offend a co-worker or employee. In order to be safe, employees should refrain from saying or doing anything at work if they feel that there is any way it could be misunderstood.

Unethical Behavior:

  • Breaking rules or policies
  • Discrimination
  • Inappropriate jokes or comments
  • Lack of compensation for work
  • Threats or acts of violence

Unethical behavior can lead to lawsuits against the company and individuals involved. Even if things do not go that far, it could cause resentment and poor performance.

How to Make Ethical Decisions

Managers need to make ethical decision, but it is not always easy. The answer is not always clear in every situation. Fortunately, there are a few steps that will help managers understand the ethics behind their decision-making process. 

Framework for Ethical Decisions:

  • Identify the ethics of a decision.
  • Acquire all of the facts about the situation.
  • Evaluate different options.
  • Monitor the situation after the decision is made.
  • Use the decision to guide new actions.

What is Social Responsibility?

Workplace ethics govern how a company treats employees. Social responsibility is the way that the company treats those outside of the workplace. Other businesses the company works with, customers, the community, and the environment all fall under the heading of social responsibility. 

Social responsibility is important because many people choose to support a business based on its social responsibility. Companies are striving to be more socially responsible, and it is becoming a part of many vision and mission statements.

Social Responsibility Covers:

  • The environment: Going green and saving energy is socially responsible.
  • The community: Find ways to give back.
  • Customers: Determine how to treat customers well and reward their patronage.
  • Business alliances: Make sure that the companies you work with treat their employees well and share your values.

Introduction to Middle Management

There are middle managers in every field. From accounting and production to marketing and sales, managers ensure that business runs smoothly. Managers implement the strategies of their superiors. They are responsible for motivating people and getting results. In order to be an effective manager, it is essential to understand exactly what management is, what managers do, and why management is so important. 

 

What is Management?

Management is vital to the success of every organization. Management is not about telling people what to do; it is coordinating and organizing the team based on the policies, goals, and objectives of the organization. Part of management is choosing how a business should run, and directing people based on these decisions. Managers need to be both effective and efficient in their jobs. Efficiency involves doing things correctly. In order, to be effective, however, goals are reached and maintained, which may mean changing processes. 

Effective Management:

  • Task oriented
  • Develops strategies to reach goals
  • Uses job descriptions to define how work is done 
  • Goals are based on priorities
  • Predicts and adapts to change
  • Consistently evaluates and looks for ways to improve current methods

Efficient Management:

  • Work oriented
  • Strives to keep the present system running well
  • Adheres strictly to job requirements
  • Avoids change
  • Monitors work and procedures

 

What Do Managers Do?

Middle managers have obligations to senior managers and employees. The job is not easy, and requires juggling many different responsibilities. A target metric is provided to most managers. Each managerial role is different, but most managers share several key responsibilities.

Managers’ Responsibilities:

  • Meet business goals, vision, and objectives.
  • Supervise and be responsible for the performance of team members.
  • Hire, train, and develop employees.
  • Identify problems and come up with solutions.
  • Share responsibility for the growth and success of the company.

With the number of jobs a manager must perform, it can feel like a juggling act. Successful managers are able to perform these roles by prioritizing their tasks. Again, it is important to weigh effectiveness and efficiency.

Prioritizing Tasks:

  • Effectiveness: How important is the task in light of company goals or standards? Is it realistic to achieve?
  • Time: How long will the task take, and what is the affect on labor?
  • Cost: What is the cost of the task in terms of labor, supplies, and other resources?

 

What Does It Take to Be a Manager?

There are many managers in the workforce. Some managers are respected and others are despised. So, what does it take to be a manager? Each manager is unique, but a successful manager will embody certain characteristics.

Characteristics of a Manager:

  • Integrity:  A successful manager is trustworthy and will lead by example. 
  • Communication: Middle managers must be able to communicate effectively to senior managers and their employees.
  • Analytical Thinking: Managers need to think analytically in order to make decisions.
  • Focus and Composure: It is important that managers remain focused and composed at all times.

 

Why Does Management Matter?

Middle managers are often what hold a company together. Most employees will never meet the CEO or other members of senior management. Middle managers are the face of the organization to the employees on their teams. Managers determine how a team functions, and how successful the projects are. A bad manager will cost the company money in the form of turnover and training. Even in times of economic change, strong management is important.

 

Closing Thoughts

  • Steven Covey: Management works in the system; leadership works on the system.
  • Robert Heller: Effective management always means asking the right question.

Implementing Ethics in the Workplace

Implementing ethics in the workplace is a complex but rewarding task. Every individual has a unique set of ethical standards. Allowing each person to follow his or her moral compass will result in varied results. Companies need to focus on implementing uniform ethical standards and rules throughout their organizations. Employees should never have to question whether or not they are doing the right thing. 

Benefits

Implementing ethics in the workplace will also lead to better profits and long-term growth. Unethical business practices can cause immediate financial gain, but they will cost companies customers and employees over time. When unethical practices become public knowledge, it is difficult for a business to recover its reputation. Organizations with reputations for being ethical will also find it easier to earn credit, find investors, and expand into international markets. There are also benefits at the organizational level.

Organizational Benefits:

  • Convinces employees that the company truly values ethical decision-making.
  • Builds awareness of ethical issues.
  • Creates an ethical guideline for employees to follow. 

Guidelines for Managing Ethics in the Workplace

Managing ethics in the workplace requires certain tools. Every organization needs a Code of Ethics, a Code of Conduct, and Policies and Procedures. These tools direct the organization as leaders attempt to manage ethics.

Guidelines for Implementing and Managing Ethics:

  • Give it time: Managing ethics is a process-oriented activity that requires time and constant assessment.
  • Focus on behavior: Do not give vague requirements; make sure that ethics management has an impact on behavior.
  • Avoid problems: Create clear codes and policies that will prevent ethical problems.
  • Be open: Involve different groups in ethics program and make decisions public.
  • Integrate ethics: Make sure that all management programs have ethical values.
  • Allow for mistakes: Teach employees how to behave ethically, and do not give up when mistakes happen.

Roles and Responsibilities

The roles and responsibilities necessary to effectively implement workplace ethics will vary with each organization. A manager should be in place to oversee the ethics program, but he or she will need the support provided by other positions. Smaller organizations may not need to fill all of the roles listed below; determine what your company needs before executing an ethics program.  

Roles:

  • CEO: The CEO of every company needs to support business ethics and lead by example. 
  • Ethics committee: An ethics committee will develop and supervise the program.
  • Ethics management team: Senior managers implement the program and train employees.
  • Ethics executive: An ethics executive or officer is trained to resolve ethical problems. 
  • Ombudsperson: This position requires interpreting and integrating values throughout the organization.

Leaders_Excellence_logo_combo- situational Leadership

 

This post on Implementing Ethics in the Workplace only begins to uncover the depth of insights available on this topic. Our membership offers access to this topic and a wealth of other leadership development resources, tools, and exclusive content to help you grow as a professional and empower your team. Don’t miss out! Become a member today and take your leadership journey to the next level.

Signs of an Imbalance

The signs of imbalance are unmistakable. We see people suffering from poor health, burnout, and stress every day. For companies, this increases costs in the form of absenteeism, health costs, and turnover. If you recognize these signs in your life or your organization, take action immediately and focus on work- life balance.

Health Risks

Imbalance promotes poor health. Over time, this can lead to devastating, and possibly life changing consequences. 

Effects on Health:

  • Obesity: Not taking the time to exercise or eat well can increase obesity, which is connected to heart disease and numerous other health risks.
  • Exhaustion: Sleeping well can add years to a person’s life. Sacrificing sleep for work will have negative effects on health and increase the chances of getting sick.
  • Emotional problems:  Stress and exhaustion will wreak havoc on emotional well-being. This will affect relationships and personal identity.

More companies are taking an interest in the health and fitness of their employees. It is now in an organization’s best interest to do so. Healthy employees are productive, absent less, and their health care costs less. 

Absenteeism

Poor health increases employee absenteeism and thus is a costly problem for employers. There are hidden and direct costs that must be paid when an employee is absent from work. 

Cost of absenteeism:

Sick pay: Employees with sick days are still paid, which is a direct cost.

Loss of productivity: Even with someone to work the position of the sick employee, the employee familiar with the job will be more productive. This is an indirect cost of sick days.

While most people who take time off are legitimately sick, stressed employees will take days off to catch up with personal obligations, and they usually feel justified doing so. 

Burnout

Most people know that overworked employees eventually burnout. Burnout is the physical and psychological response to long-term stress. 

Signs of Burnout:

  • Loss of interest: Burned-out employees cannot make themselves care about their work, which is the source of their stress.
  • Lack of emotion: Emotional responses are abnormal when someone is burned-out.
  • Loss of motivation: Former motivators no longer are effective.
  • Possible depression: Burnout is closely linked to depression.

Burnout harms companies by increasing turnover. Consider the following: When everything is added together, 150 percent of an employee’s annual salary is the cost of turnover. This number is 200 to 250 percent for members of management.

Stress

Work is the main source of stress for most Americans. Stress’ connection to obesity for workers in sedentary jobs is more significant than diet, according to research published in the Journal of Occupational and Environmental Medicine. The effects stress on heart health can be deadly.

Signs of Stress:

  • Overemotional: People under stress can find it difficult to control their emotions.
  • Lethargy: The physiological impact of stress can cause lethargy.
  • Restlessness: Stress can make it difficult to focus, causing hyperactivity and restlessness. 
  • Anxiety: Prolonged stress can cause anxiety disorders.

This post is from March’s topic on Work-Life Balance, which is also a course on our Executive Mini-MBA program online from Harvard Square.

Benefits of a Healthy Balance

Understanding the benefits of a healthy balanced life will motivate anyone to make necessary changes. Balance will improve the lives of individual employees as well as the company culture. Learning the basics of work-life balance will also increase employee productivity, health, and morale.

Why It’s Important

A healthy balance between work and home should be a priority for everyone. Implementing proper work-life balance offers many important benefits. There are, however, many hazards linked with an unbalanced work and home life. 

Risks

  • Poor health: Working long hours without taking time to relax will take its toll on health.
  • Unresolved conflict: A lack of balance can create conflicts at work and at home.
  • Poor performance: Taking on too much responsibility will lead to exhaustion and cause performance to suffer.
  • Financial loss: The impact on health and productivity takes a financial toll on both individual employees and organizations.

Benefits

  • Fulfillment: People who successfully implement work life balance improve their sense of fulfillment at work and at home.
  • Health: A healthy work life balance decreases the risk of heart disease and other health problems. 
  • Greater productivity: Being relaxed and well rested increases productivity and improves work performance.
  • Stronger relationships: Personal and professional relationships are strengthened and conflicts are avoided when there is work life balance.

Increased Productivity

While it may seem counterintuitive, work-life balance can actually increase productivity. While it is true that overtime will initially increase production, the surge only lasts a few weeks before taking a destructive toll on productivity. In fact, working long hours for an extended time period will lead to exhaustion and unhealthy habits that decrease productivity. 

Shorter work hours will actually increase productivity in the long-term. Additionally, studies show that people who take short, frequent breaks are more productive than people who only take a single break or work all day. Most people recommend taking a few minutes each hour to regroup. Ways to increase productivity:

Take healthy breaks: You should take time to refresh yourself. Try stretching, walking, or meditating throughout the day. This will also improve your health and overall wellbeing. 

Take enjoyable breaks: A recent study by Don J.Q. Chen and Vivien K.G Lim of the National University of Singapore discovered that taking a few moments to surf the internet and mentally change gears actually increases productivity. This fun activity increases productivity by nine percent.

Take time off: Working to the point of burnout is not productive or healthy. Do not lose vacation days, even if you have to spread them out. Studies show that people who take their vacations are much more productive than those who do not. 

Improved Mental and Physical Health

It is common knowledge that stress is directly linked to different diseases. Numerous surveys have discovered that work is a leading cause of stress related illness and injury, such as stroke, heart disease, and mental breakdowns. A balanced life will improve both physical and mental health.

How to Improve Health

Awareness: A balanced lifestyle increases personal awareness, allow individuals to identify potential health problems early.

Lifestyle: A balanced lifestyle automatically improves health. It encourages healthy choices and helps develop the body and the mind. 

Increased Morale

Work life balance is an effective tool to increase morale and improve company culture. Employees seek out companies that support healthy work life balance. The only factor more important than balance to job seekers is compensation. According to several surveys, work-life balance improves happiness and overall job satisfaction. Additionally, employees are more invested in companies that support their work-life balance. Work- life balance typically translates to employees who work harder and are more productive.

This post is from March’s topic on Work-Life Balance, which is also a course on our Executive Mini-MBA program online from Harvard Square.